Análise dos factores determinantes na satisfação dos colaboradores em relação aos sistemas de incentivos na Cidade de Maputo

Abstract

Job satisfaction is a crucial aspect of employee performance and well-being, and is strongly influenced by the incentive systems adopted by organizations. Understanding satisfaction with these systems not only affects employee retention, but also directly impacts the stability and effectiveness of work teams. In an increasingly competitive business world, where the demand for specialized skills is high, organizations are increasingly aware of the need for effective employee management strategies. The perception of fairness and equity in incentive systems is essential in determining employee satisfaction, directly impacting retention, motivation, and commitment to organizational goals. Therefore, it is important to analyze how the various components of incentive systems interact and affect the job satisfaction of employees in the city of Maputo. This study aims to analyze the determining factors in job satisfaction in relation to incentive systems in the city of Maputo, Mozambique. The research used a secondary database of active workers, provided by the market research firm Intercampus Moçambique, which specializes in market research in the country. The initial analysis consisted of a description of the sample, followed by the application of a principal components factor analysis to reduce the dimensionality of the variables and identify latent factors that explain job satisfaction. Varimax rotation resulted in the identification of five latent factors: professional and personal satisfaction, interpersonal relationships and recognition, turnover intention, compensation and rewards, and benefits and assistance. These factors were then entered into an ordinal regression model with a logit link function. The data revealed that none of the respondents considered themselves very satisfied with their current job. The results of the analysis indicated that age has a significant effect on job satisfaction, with younger age groups having lower odds of satisfaction compared to the reference group. The education variable also stood out, demonstrating that higher levels of education are strongly associated with a greater likelihood of being in the upper echelons of job satisfaction. Furthermore, latent factors such as professional and personal satisfaction, turnover intentions, and compensation and rewards had a substantial impact on job satisfaction. The results suggest that strategies aimed at increasing job satisfaction should consider age, level of education, and the various aspects related to compensation and rewards in order to create more motivating and productive work environments. (TRADUÇÃO NOSSA)